This article discusses how extrinsic rewards can be non-effective towards employees motivation. By providing extrinsic rewards, such as time off or annual bonuses, it is creating “short” term productivity and is being expected by employees constantly. When these rewards become the basis factor and begins to decrease, so will the motivation of employees. It will also cause them to become dissatisfied with their job as well.
As discussed in our textbook, the article references Herzbergs Two-Factor theory (Motivation) as the reasons why employees value the work they do and are motivated to continue their achievement for greater success. However, as stated in the article one primary reason why employees are dissatisfied with their organizations and thus forces them to leave is due to their supervisors. The article goes on to discuss what it is managers can do to help motivate their employees to achieve and accomplish greater success within themselves that is greater than outward benefits.
One thing a manager should know is what the difference between motivation and reward are. As stated in the article: “real motivation comes from the work itself”, by giving materialistic incentives to employees managers are giving their employees the opportunity to ask for more as well as continuously expecting these rewards. When managers have the intentions of bringing upon change in order to motivate they should ask themselves if employees will benefit, grow and ultimately be able to handle more responsibility when need be.
Some ways a manager can effectively motivate and empower their employees is by recognizing that people are naturally problem solvers. Everyone has their own opinions and personal views on things. By giving employees the opportunity to express their opinions, thoughts or ideas managers are giving them a sense of “ownership” to their work. When employees are appreciated for their input they are more willing to take responsibility for problems that may occur and be more enthralled in finding the solution to the matter. Another way is by building trust among employees by getting to know them. This can help managers gain more insight on what motivates employees. Different people are motivated by different things, this can also help managers to vary their degree levels of structure in regards to working with different employees. An effective manager should also be able to become a coach to employees. By coaching, managers are giving employees the opportunity to find answers themselves. This helps to give employees more confidence within themselves instead of providing them with answer. Another way is by focusing on what is working within the organization as opposed to what isn’t. This creates an environment in which employees are more open for discussion, less apprehensive, and can learn new solutions. Lastly, recognizing employees through responsibility and advancement in which appropriate recognition is given by the manager and the awarding of advancement within the organization will help employees maintain the mind frame and the sense of achievement.
Title: “Motivation = Empowerment”, Motivation in the workplace isn't about what you do for your employees; it's about the work you empower your employees to do for you.
Author: Chris Musselwhite